Extend Your Learning - Admission/Application Essay Example

Human Resource Objectives and Metrics: Southwest Airlines The beauty of business is making profits and growing revenue generation platforms. Development of the organization is majorly experienced upon successful expansion or achievement of goals. Southwest Airlines, as one of the fastest developing airlines, has taken a bold step towards achieving its objectives of becoming a national airline. The task force mandated with expansion of the new hub in Vermont is keen on ensuring that all the key factors are in place before the operations begin.

Factors under consideration include determining the HR objectives, and ensuring the use of HR metrics that will measure the progress towards meeting the objectives. The task force will explain and show how practical it is to use job analysis to achieve the goals of the organization. The paper will explain the value of competency model to the Southwest airline managers and employees. The issues mentioned will ensure successful operation of the new hub in six months time (Jackson, Schuler & Werner, 2012).

HR expansion objectives guides Southwest airline. The company is determined to increase its financial gains by opening a new hub. One of the most valued HR objectives is market share, and the only way for Southwest airline to achieve this goal is by opening a new hub. In this case, the airline has considered other objectives like action planning that is imperative in defining the direction of any organization (Jackson et al, 2012). The innovation part of the airline is evident, and it aims at increasing productivity of the airline.

These objectives, if sought properly, will drive the airline to the next level.Resistance to change is always the issue encountered by many organizations. It is difficult to avoid resistance. However, its detrimental effects can be controlled by involving employees, especially those resisting change in the organization. Since employees were involved in deriving the objectives, it is best that the HR metrics be used to measure implied success. The metrics will ensure that Southwest airlines detect any need for correctional measures in a swift manner.

In addition, the metrics will enable the airlines to gauge the progress and attest to its success. In this case, the monitoring key metrics should be enacted to help the airline define an objective’s progress, and whether or not the objective can be realized in time.Job analysis Job analysis involves defining the duties and clarifying information regarding to knowledge, skills and character of an employee. Job analysis is instrumental in enabling workforce planning, trainings, employees’ development and performance appraisals (Jackson et al, 2012).

Thorough job analysis will serve Southwest airlines’ interests and help it to achieve its goals by ensuring that the company develops workers. The airline will easily tame its workers the way it wishes it to operate by offering training; hence facilitating achievement of quality services. Job analysis will enable Southwest airline to be in a better position to defend itself in future competitions (Jackson et al, 2012).Competency Model Level of competence determines the success and performance in a given job.

The line managers can use the competency model to gauge the skills, behaviors and abilities of each employee. In driving, the airline agenda managers can use the competency model to deliver results. Use of the model is not limited to managers only. Individually, employees can also use the model to gauge their progress and create value in their tasks. In the long run, effective application of competency model will cause substantial improvement in service provision. Consequently, Southwest airlines will achieve its objectives in an optimal manner.

ReferenceJackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing Human Resources. Mason, Ohio: South Western Cengage Learning.